组织道德气氛对组织公民行为的影响:组织认同的中介作用  

Organizational Ethical Climate's Impact on Organizational Citizenship Behavior: The Mediating Role of Organizational Identification

作　　者：张四龙[1,2] 李明生[1] 

机构地区：[1]中南大学商学院,长沙410000 [2]中南林业科技大学商学院,长沙410004

出　　处：《管理评论》2013年第11期85-94,共10页Management Review

摘　　要：本研究采用结构方程模型对来自30家企业的1133名员工的一手数据进行实证分析,探索组织道德气氛和员工组织公民行为的关系以及组织认同的中介作用。结果表明:工具型道德气氛对组织公民行为的影响不显著,而关爱型和规则型道德气氛则对其有显著的正向影响;工具型和规则型道德气氛对组织认同没有显著影响;组织认同在关爱型道德气氛与组织公民行为之间具有完全中介作用,而在规则型道德气氛和组织公民行为之间没有中介作用。文章最后讨论了研究的局限和未来研究方向。With structural equation modeling, this paper explores the relationship between organizational ethical climate （OEC） and em-ployees＇ organizational citizenship behavior （OCB）, and the mediating role of organizational identification （OID） in this relationship. With a sample of 1133 employees from 30 companies, the results suggest that various ethical climates affect OID and OCB differently. The instrumental ethical climate has no significant influence on OCB, while the caring and the rules ethical climate both have positive in- fluence on it. Moreover, the instrumental and the rules both have no significant impact on OID. Additionally, OID plays a complete me- diating role in the relationship between the caring ethical climate and OCB, while there is no mediating role in the relationship between the rules one and OCB. Finally, limitations of this study and future research directions are pointed out.

关 键 词：组织道德气氛 组织认同 组织公民行为 

分 类 号：C936[经济管理—管理学]